| Overall Rating | Bronze - expired |
|---|---|
| Overall Score | 36.94 |
| Liaison | David Greenwood |
| Submission Date | Nov. 12, 2014 |
| Executive Letter | Download |
Lakehead University
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.00 / 2.00 |
Karen
Ramsdale Human Resources Assisstant Human Resources |
"---"
indicates that no data was submitted for this field
None
Does the institution have a diversity and equity committee, office, and/or officer tasked by the administration or governing body to advise on and implement policies, programs, and trainings related to diversity and equity on campus?:
No
None
Does the committee, office and/or officer focus on one or both of the following?:
| Yes or No | |
| Student diversity and equity | --- |
| Employee diversity and equity | --- |
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
---
None
The full-time equivalent of people employed in the diversity and equity office:
---
None
The website URL where information about the diversity and equity committee, office and/or officer is available:
---
None
Does the institution make cultural competence trainings and activities available to all members of the following groups?:
| Yes or No | |
| Students | Yes |
| Staff | Yes |
| Faculty | Yes |
| Administrators | Yes |
None
A brief description of the cultural competence trainings and activities:
- working with our Aboriginal students; learning about the cultures
- workshops are offered, as well as faculty/staff/students are invited to cultural events, such as the annual Fall Harvest
- workshops are offered on working with international students in general
None
The website URL where information about the cultural competence trainings is available:
---
Data source(s) and notes about the submission:
Although the University doesn’t have a dedicated officer/committee/department at this time, a few positions within the University will address matters of this nature when required, such as the Office of Aboriginal Initiatives, Aboriginal Student Support Centre, Human Resources.
In 2010 Lakehead issued a Diversity Awareness policy that stated “Equity and diversity are not abstract goals; they are essential qualities of an outstanding institution.”
This policy proposes to establish a task force that will develop an action plan to operationalize the concepts of equity and diversity, to extend those to key objectives of the 2010-2013 strategic plan, and to incorporate the concepts and desired goals into the University's academic plan.
In addition, it calls for “a permanent committee on Equity and Diversity or to investigate best governance models on equity and diversity (Lakehead, 2014). The task force and committee have not been established yet.
The current 2013-2018 Strategic Plan addresses increasing diversity as a commitment of the university.
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.